Complete Human Resource Management Department Training Track

Human Resource Management Department Training Track

This training track is for all contractors who want their to establish a culture of Customer and Profit Focused Organization within their Plumbing business. This department track integrates seamlessly with either the retail residential or the commercial service business tracks. There are 3 sessions available 24/7 right at your desktop in this 3-Step Human Resource Management Department Training Track. 

Upon completion of each session we will provide you a link to immediately download the handouts, along with an offer to discuss or request implementation help from your assigned Plumbing Business Fitness Coach.

This track includes a 3-step Human Resource Management Department Implementation Training track, job descriptions and performance evaluations, customizable Employee Handbook, strategies for: effective recruiting, screening the applicant résumé, conducting an effective interview, developing questionf for the screening interview and employment application, developing competency based interview questions, conducting post-interview activities, making a personality assessment, making the job offer, and evaluating training requirements, as well as department associated forms, tools and private coaching support. To view more details on the department training deliverables and business support services click here for the Residential Track, or click here for the Commercial Track.

Once enrolled into a Ready-Built Plumbing Program Package, you will then register for this training track by simply clicking on “Client Login” on the right over the menu bar above. Then enter your User Name (email address) and enter the password we provided you.

HR-STEP #1.0 Implementing job descriptions and performance evaluations

Learning objectives:

• In this session you learn how to create and implement performance-based job descriptions that double as tools for objective individual performance evaluation and corrective action planning.
• Benefit objective is to ensure that every employee receives the same information about the rules of the workplace. That way your employees will know what you expect from them (and what they can expect from you), and you will have with valuable legal protection if an employee later challenges you in court.

Benefits - at the completion of the learning session you will:

• Understand how to perform the job analysis.
• Understand how to develop a performance-based job description.
• Understand how to assess training requirements and training resources.
• Understand how to develop and implement training programs.
• Understand why implementing a “SMART” performance management system is integral to your success.
• Understand how to establish individual performance expectations.
• Understand how to conduct a periodic formal and informal evaluation of each employee.
• Understand how to evaluate individual performance and how to develop a corrective action plan to get him/her back on track.
• Know when to invest further in, or terminate, a poor performing staff member.

Who should attend:

• Anyone responsible for establishing and managing individual staff job performance to meet company job expectation requirements. Typical attendees are Owners, Operations Mangers, General Managers, Department Managers, Sales Managers, and Service Managers.

HR-STEP #2.0 Employee Handbook Set-up

Learning objectives:

• In this session you will learn how to create and implement an employee handbook that clearly explains your workplace policies.
• Benefit objective is to ensure that every employee receives the same information about the rules of the workplace. That way your employees will know what you expect from them (and what they can expect from you), and you will have with valuable legal protection if an employee later challenges you in court.

Benefits - at the completion of the learning session you will understand how to develop the following aspects of your handbook:

• Introduction. Begin the handbook by describing your company's history and business philosophy.
• Hours. State the normal working hours for full-time employees, rules for part-time employees, and how overtime compensation can be authorized for those entitled to it.
• Pay and salaries. Be clear on how you set pay and salaries and how you raise them. Also explain any bonus programs.
• Benefits. Explain the rules relating to benefits, including vacation pay, sick-pay, unpaid leave, health benefits, other insurance benefits, and retirement benefits.
• Drug and alcohol abuse. Many businesses have a policy prohibiting employees from using drugs or alcohol in the workplace. Some also offer to help employees deal with substance abuse through counseling or employee assistance programs. Include this information in your handbook.
• Sexual harassment. Use your handbook to remind employees that sexual harassment is illegal and violates your policies.

Who should attend:

• Anyone responsible for establishing and managing the human resource communications to meet company, job, and work related expectation requirements. Typical attendees are Owners, Operations Mangers, General Managers, Department Managers, Sales Managers, and Service Managers.

HR-STEP #3.0 Recruiting, hiring, staffing, and deployment

Learning objectives:

• In this session you will learn how to: create a Job Analysis, develop the Job Description, implement effective recruiting strategies, screen the applicant résumé, conduct an effective interview, develop questions for the screening interview and employment application, develop competency based interview questions, conduct post-interview activities, make personality assessment, make the job offer, evaluate training requirements, know where to best provide sources of training materials, make an evaluation of core and skill specific competencies, and recommend activities for self-development.
• Benefit objective is to ensure that in today's competitive job market you can attract and hire the kind of world-class employees that are critical to your businesses future. However, if you keep our basic strategies in mind, you can find the workers you need faster, all while spending less money doing it.

Benefits - at the completion of the learning session you will:

• Understand how to perform the job analysis.
• Understand how to develop a job description.
• Understand how to implement effective recruiting strategies.
• Understand how to screen the applicant résumé.
• Understand how to conduct an effective and legal interview.
• Understand what goes into, and how to make, a job offer.
• Understand how to assess training requirements and training resources.
• Understand how to develop and implement training programs.

Who should attend:

• Anyone responsible for establishing and managing the human resource communications to meet company job and work related expectation requirements. Typical attendees are Owners, Operations Mangers, General Managers, Department Managers, Sales Managers, and Service Managers.